Policy on Tobacco-Related Companies
The Faculty of the Harvard School of Public Health voted on January 24, 2002, not to accept any grant or anything else of value from any tobacco manufacturer, distributor, or other tobacco-related company.
The list of such companies has been provided by the American Legacy Foundation.
University Policy Concerning Affirmative Action and Equal Employment Opportunity
Harvard University is committed to selecting faculty and staff without discrimination against individuals on the basis of race, color, sex, sexual orientation, religion, creed, national origin, age, veteran status, or disability unrelated to job requirements.
The Office of the Assistant to the President serves as the University’s liaison with the federal government in matters related to contract compliance concerning employment. Among the duties of the Assistant to the President are coordination of the University’s affirmative action programs and oversight of their implementation throughout the University.
The university policy on discrimination can be found at http://diversity.harvard.edu/
University policy requires that use of School resources (including staff effort), as well as all expenditures from Harvard funds, must be for an appropriate University business purpose. Therefore, HSPH funds – including departmental and School funds, as well as any other funds available to a faculty member – must not be used to purchase personal items (e.g., computers or supplies), even if the department is reimbursed. In the event that an HSPH fund is mistakenly used for a personal purpose, the department must be reimbursed with a notation of the error included with the reimbursement documentation.
Policy on Sexual Harassment and Grievance Procedures
The university policy on sexual harassment can be found at the following PIN-enabled website:
HSPH Policy for Faculty and Other Academic Appointees
Procedures for addressing matters of sexual harassment that arise concerning faculty and other academic appointees are generally accommodated under the Grievance Procedures for Faculty or the Grievance Procedure for Non-Faculty Academic Appointees. In addition, the Longwood Area Ombuds Office provides information and guidance on matters related to harassment and discrimination.
Additionally, general information on how to respond to sexual harassment and sexual violence can be found in the ‘Tell Someone’ brochure.
All inquiries regarding this policy or concerns pertaining to matters of sexual harassment should be addressed to Michael Grusby, Senior Associate Dean for Academic Affairs (617-432-1240 or firstname.lastname@example.org), or to Mahnaz El-Kouedi, Title IX Coordinator for Faculty and Assistant Dean for Faculty Affairs (617-432-1381 or email@example.com).
All concerns involving students should be discussed with Stanley Hudson, Associate Dean for Student Services (617-432-4703 or firstname.lastname@example.org). Information on student disciplinary procedures can be found in the Appendix of the Student Handbook.
Amorous relationships that might be appropriate in other circumstances have inherent dangers when they occur between any HSPH faculty or non-faculty academic appointee and any person over whom he/she has a professional responsibility, e.g. as a teacher, advisor, or supervisor. Such relationships are fundamentally asymmetric, unprofessional, and an abuse of authority.
HSPH faculty and non-faculty academic appointees should be aware that any romantic involvement with students, junior colleagues, or staff members over whom they have supervisory or instructional responsibility makes them liable to complaint and formal action under the school’s grievance procedures. Even when both parties have initially consented to such a relationship, it is the senior individual, who by virtue of his/her special responsibility may be held accountable for the unprofessional relationship or abuse of authority. If an amorous relationship develops between a senior and junior member of the HSPH community, the reporting relationship should be dissolved promptly by the more senior person.
Relationships in which one party is in a position to review the work or influence the career of others may provide grounds for complaint by third parties when the relationship gives or is perceived to give undue access or advantage, restrict opportunities, or create an appearance of unfairness. By altering the reporting relationship, the possibility of unfairness to others can be removed.
The school’s guidelines in this matter are as follows:
- A faculty member or non-faculty academic appointee should neither invite, initiate nor engage in a romantic relationship with any member of the community (student, fellow, junior colleague, staff member, etc.) for whom he/she has advisory or supervisory responsibility.
- It is generally unwise and inappropriate for a faculty member or non-faculty academic appointee to invite, initiate or engage in a romantic relationship with any student, junior colleague, or staff member at the school.
Use of Harvard Names and Insignias
The university policy regarding the use of its name and insignia can be found at the Provost’s Office website, and should be consulted before using the Harvard name or insignia.
Use of HSPH Name and Insignia
The school’s policy regarding the use of its name and shield is available in the online document, Use of the Harvard School of Public Health Name and Shield by Units of the School (PDF).
Other University Policies
A listing of university-wide policies and guidelines on a variety of subjects is available on the Provost’s Office website at http://www.provost.harvard.edu/policies_guidelines/.